The Only Multi-lingualSocial HR

We hear the same thing over and over again these days. “Diversity” is hot and controversial at times, a lot is being said than done. It is pretty fashionable to mention it to become a part of those so called kind at heart and thoughts. People do it more as a gesture of being generous, when it should have been the most natural thing to do.

The world is not all white and black anymore, it is way more racially mixed and complicated than ever before. Would be unjust to kind of hijack the word and never actually mean to get practically serious about it. From hot shot VCs to major companies boast their racial and religious richness and that they care about it deeply, when we see too little happening in reality.

This year at SaaStr Annual we learnt that there were actually some from those top notch that were not just using fancy language to look modern and hip, it was applied and implemented as a norm. Still feeling pretty proud to be the only founders from Pakistan in an event like this, the crowd had people coming from 47 countries. WebHR was honored to have the opportunity to be there, learning and observing a very special need in the market for a company like ours.

A lot of them looked pretty surprised to see a sophisticated serious SaaS company from this region that has spread its wings globally. Most of the feedback was promising and positive, we had advices and honest ideas fed to us by the major players in the industry.

That being said, it not just boosted the companies morale,it registered the fact we were doing something that most of the companies have not even thought of doing . WebHR has broken into most complicated markets by being diverse and providing a futuristic solution in multiple languages.

The motto is simple, we grow and scale and penetrate the markets that were dominated by softwares that people were struggling to understand and cope with. We innovated the age old ways of doing things, not because we were crazy but because we felt it was time somebody did that. I know a lot of companies would desperately try to get an investor on board at this stage and get things going to a new level, kill me for saying this, WebHR has different focus. We have learnt the art of lean and clean and are busy building it like we wanted, solving problems like we should.

Raising rounds too quick can be wonderful and overwhelming at times and observation and market trends tell us, that drop in the valuations that fluctuate with downward trends can be pretty lethal. The focus towards market sensitivity should be clear, WebHR has gathered a Hire to Retire strategy and has given it out to the world with multilingual interface, a smart and well thought out plan to serve the markets deficient in sophisticated technology. What could be better than this, people not struggling with tricky solutions that provided too little against a huge chunk of money, something they dread to do but have no other option. Opening channels for them has been a satisfying job for WebHR, which tends to open new avenues. Reaching and grasping scores of companies from Nigeria to Vietnam, from UAE to Mexico , reaching out to 193 countries on the map. True “diversity” not just as a multilingual solution but being geographically diverse when it comes to customers. Having a dedicated team that makes this dream come true, WebHR is destined to be the primary HR tool in the cloud

The Art Of Pitching To Customers

An invaluable advice to overcome the most basic hurdles at pitching to every customer that comes across you is : “ DON’T “

Time is money, don’t waste it on people who don’t seem serious. Now I can’t say that do not pitch at all but just be cautious when you do it. Talking to prospect clients should be no less than a well articulated “speech” that has been delivered many times. It is an art and there should be a version for all sorts. You should know when to cut it short and when to elaborate according to the size of the company and number of employees. For a SaaS company, every sale counts and sometimes the scrutiny might be harder than you think.

The key to judge is simple, there should be a pre-decided or planned out criteria or a graded scoring system to rate the prospect client. In addition, there should always be a certain person on the team who should know how to assign and distribute the deals according to the capabilities of the salesperson. Although, my mantra is that everyone on the team should know how to close a deal. Need be, every person should be your salesperson and brand ambassador. After all, your client would be the word of mouth about your business and for great testimonials, personal recommendations and endorsements your customers must have a lasting impression.

Power of judgement at the most crucial times can make or break a company, it is best to take second opinions while closing a bigger deal. As much as the big deal may look appealing and noteworthy, it could have an opposite effect as well. Some big deals are technically less suitable for a business and might actually hinder your growth process. Never try to own an area that you are least confident about, every person in the company is therefore assigned a specific role. Trying to master it all might cause a trust deficit and may actually hint towards a lack of competency of people in a particular organization.

Make notes about the customer behavior and patterns and how does your “niche” decide to have your services, after all your pitching and convincing styles could be tweaked a bit to adjust accordingly. Of course all metrics matter when it is a SaaS company we are talking about but the cost of customer acquisition matters the most, as selling to small and mid sized companies cannot and should not result in burning up too much cash. Leads should carefully be chosen and worked upon to convert them.

Not all leads are worth working upon, it never hurts to get two opinions just to be safe and make authentic decisions. One more golden rule to be followed at all times is, never to pitch while cold calling. The person on the other hand is not expecting a walk through the dreaded park, he/she is not even expecting you’d call in the first place, so let it be.

Always leave room to think, be convincing, be accurate, be boastful but never imposing. If you think you’re smart enough to cloud the judgement of a customer, than that might not be true. Even if you are such an enigma and somehow reach that nirvana while convincing and enticing the client, he might snap out of it soon. Let the client decide and respect their decisions.

Workout the challenges that any typical and atypical pitch might have. “The might haves” should not be left to be “tended to” later category. There can always be an array of questions that you haven’t covered, always remember that clients can surprise you and put you out in a corner where you’d like to bang your head in the wall or go jump off a cliff. So before you try any of those, try a middle ground “ learn, learn, learn “ always be observing, analyzing, studying, experimenting and upgrading.

HR Evolution And Employee Engagement

employee-engagement

 

Talent management is a risky business and a lot of HRS rolled out in the market are not addressing the issue. the Human Capital Trends of the coming year are more focused towards redesigning the way companies work. The companies are wrestling to uplift their employees and create more opportunities to work towards evolving leadership.

The emerging desire to delve into the core HR dilemma, is to simplify the environment at work and taking the stress off the employees by cutting down on exorbitant amounts of information. There is an evident void when it comes to skillful leadership and world may start paying attention to that deficit as it moves on.

The shared learning mechanism has to amalgamate itself with corporate learning and eventually acquire the goals an organization is aspiring to achieve. The metamorphosis has to swiftly start working to close on the gap and drift towards the rising trends of more and more employee engagement so that the retention rates could improve. The specific targeted theme of a common company culture with uniformly inspiriting and empowering the people can be achieved.

A smart and capable HRS must have the capacity to deal with the hourly/contract workers and the complexities of dealing with their benefits etc. The present day talent is a lot different and needs to be catered to, more sensitively regarding the way it is evaluated, specially when the said employees have a temporary status in a company. The nitty gritties of scaling up with an explosive growth for an HCM is just as important as its services, the system must acknowledge that and respect it. The world has seen a rise of systems that rose too quick and collapsed under a heaps of such pressures.

The key is to move at a steady pace solving the real pains and not  mixing it up with insurances and benefits, since an HRS is there to solve more of the core HR related issues rather than being a broker. To deliver more than that, it is more of a race to be more compliant towards the things that matter, like innovative performance evaluations , engagement and leadership development roles. It must deliver value and strengthen the business by serving the company’s employees and forming well-oiled, well synchronized teams, fueling a mechanism of innovation and harmony.

A fine balance between a more sophisticated system and a more perceptive one is what can create monetary worth and a platform for employees to be more engaged, equipped and developed.